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The model of the "Five Dysfunctions of a Team" comes from the business novel of the same name by Patrick Lencioni. The author, an experienced consultant in team development, tells the story of a tech company that was once successful – until the team began to fall apart. Lencioni shows how certain patterns can hinder a team – leading to a real crisis.Especially in study projects, group work, or later in your career (especially in consulting), it’s important to recognize these dysfunctions – and actively address them. Teamwork is more than task division. It thrives on trust, clarity, and real collaboration.Here are the five main dysfunctions – and how to avoid them. The Five Dysfunctions of a TeamLack of Trust: Without trust, little happens in a team. If you hide weaknesses or uncertainties instead of addressing them openly, no real collaboration occurs. Teams that allow vulnerability perform better, learn faster, and use everyone’s strengths. Trust is the foundation – and without it, all problems follow.Fear of Conflict: It might sound strange, but good teams argue constructively. Avoiding conflict often leaves things unsaid, causing tension and frustration. Open and respectful discussions lead to the best ideas.Lack of Commitment: When decisions aren’t made clearly or collectively, commitment suffers. Why should you commit to a goal you didn’t agree on? Open discussions and clear commitments ensure everyone is truly on board.Avoidance of Accountability: Accountability works only when clearly assigned. When no one knows who’s responsible for what, the “someone else will do it” problem arises. Set clear responsibilities and hold each other accountable.Inattention to Results: What matters most is what you achieve together. If personal egos or career goals take over, focus is lost. This is crucial in consulting teams, where results are measurable. Keeping the bigger picture in mind makes all the difference. Actively Addressing the DysfunctionsBuild Trust: Openness, honesty, and vulnerability lay the foundation for trust.Promote Constructive Conflict: Respect different viewpoints and encourage open communication to turn tensions into productive debates.Make Clear Decisions and Commit to Them: Transparent decisions and commitment ensure accountability.Take Responsibility and Demand Accountability: Ensure everyone takes responsibility and holds each other accountable.Prioritize Team Goals: Put the team’s goals first and make sure personal interests don’t hinder collaboration. What Does This Mean for You as a (Future) Consultant?In consulting, success rarely happens alone. Projects are complex, require teamwork, and are often under time pressure. Without trust, suppressed conflicts, or unclear accountability, projects can fail.Lencioni’s model helps you spot these patterns early – and take action. Openness, accountability, respect, and shared goals are not just “nice to haves” but true success factors. Especially in consulting, where you work with many stakeholders. 

You've already learned the basics of case cracking, but now it's time to focus on how to take charge and steer the interview like a pro. Leading a case is all about showcasing your problem-solving skills, structuring your thoughts, and confidently guiding the discussion. Ready to master this crucial skill? Let's get into it! What's the Deal with Candidate-Led Interviews?First things first, what even is a candidate-led interview? In the consulting industry, particularly in top firms like BCG, Bain, and Roland Berger you’ll often face this type of interview. Essentially, you, the candidate, are in the driver's seat. Your job is to guide the interviewer through your thought process as you solve a business problem. It’s a bit like being the Sherlock Holmes of business – minus the deerstalker hat.Candidate-led case interviews are all about seeing if you've got that consulting mojo. The interviewers aren't just testing your problem-solving skills; they want to see how you think on your feet, structure a mess of information into a coherent plan, and communicate your ideas like a pro. They’re looking to see if you can break down tough problems, stay calm under pressure, and clearly explain your thinking. And, of course, they’re also sizing up whether you’d be a good fit with the team. So, show off your skills and be yourself! How Can You Demonstrate Case Leadership in Three Simple Steps?Don’t worry, taking on case leadership is not as complicated as it sounds. In fact, you can demonstrate case leadership in just three simple steps. Ready to impress your interviewers? Let’s break it down.